Due to the increased frequency of organizational changes, predicting employees' voluntary involvement in the development of organizational practices and individual work is of particular importance in organizational psychology. This study focused upon changeoriented organizational citizenship behaviour (OCB) as an expression of openness to change values, and also upon psychological factors that can moderate the valuebehaviour relationship. We propose that personal values, group identification, and a sense of power interact in predicting change-oriented OCB of employees. One hundred and eighty-four employees rated their values, their identification with the work unit and their sense of power. In line with our predictions, the results showed that openness to change values and work unit identification interacted positively in predicting supervisorrated change-oriented OCB in workers with a high sense of power, but not in workers with a low sense of power. This finding suggests that workers who have a high sense of power and are highly identified with the work unit tend to pursue their openness to change values in a way that contributes to the organization. The authors further conclude that an interactive approach, rather than one of direct effect, is advantageous when studying values as antecedents to change-oriented OCB.Organizations today operate in dynamic and changing environments. As the environment changes around organizations, current practices may lose their efficiency. In order to respond to these challenges, organizations often need to change their work methods, policies, and procedures. Employees' own initiatives and ideas can significantly contribute to these processes because they often know best the current practices and

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BackgroundHealth policy papers disseminate recommendations and guidelines for the development and implementation of health promotion interventions. Such documents have rarely been investigated with regard to their assumed mechanisms of action for changing behaviour. The Theoretical Domains Framework (TDF) and Behaviour Change Techniques (BCT) Taxonomy have been used to code behaviour change intervention descriptions, but to our knowledge such “retrofitting” of policy papers has not previously been reported. This study aims first to identify targets, mediators, and change strategies for physical activity (PA) and nutrition behaviour change in Finnish policy papers on workplace health promotion, and second to assess the suitability of the Behaviour Change Wheel (BCW) approach for this purpose.MethodWe searched all national-level health policy papers effectual in Finland in August 2016 focusing on the promotion of PA and/or healthy nutrition in the workplace context (n = 6). Policy recommendations targeting employees’ nutrition and PA including sedentary behaviour (SB) were coded using BCW, TDF, and BCT Taxonomy.ResultsA total of 125 recommendations were coded in the six policy papers, and in two additional documents referenced by them. Psychological capability, physical opportunity, and social opportunity were frequently identified (22%, 31%, and 24%, respectively), whereas physical capability was almost completely absent (1%). Three TDF domains (knowledge, skills, and social influence) were observed in all papers. Multiple intervention functions and BCTs were identified in all papers but several recommendations were too vague to be coded reliably. Influencing individuals (46%) and changing the physical environment (44%) were recommended more frequently than influencing the social environment (10%).ConclusionsThe BCW approach appeared to be useful for analysing the content of health policy papers. Paying more attention to underlying assumptions regarding behavioural change processes may help to identify neglected aspects in current policy, and to develop interventions based on recommendations, thus helping to increase the impact of policy papers.Electronic supplementary materialThe online version of this article (doi:10.1186/s12889-017-4574-3) contains supplementary material, which is available to authorized users.

This study explores subjective injustice experiences of individuals suffering from suspected or observed indoor air problems in their workplaces in two studies. We focus on injustice experiences because they influence how individuals cope with and recover from health problems. The first study reports associations between the perceived harmfulness of the indoor environment (ie, mold/inadequate ventilation) and subjective injustice experiences in workplaces in a representative sample of Finnish working-aged people (N = 4633). Altogether, 37% of the respondents perceived their workplaces' indoor environments to be harmful. Multivariate logistic regression analyses revealed that the risks of reporting subjective injustice experiences (eg, information, attitudes, and remuneration) were significantly higher for those reporting harmful indoor environments compared to those who reported no such problems (OR 1.28-1.95 for different situations). The second study explored injustice experiences more closely by qualitatively analyzing the content of 23 essays. These essays were written by people who suffered from suspected or observed indoor air problems in their workplaces. The respondents reported multidimensional experiences of injustice, which related to conflicts, and moral exclusions. Awareness of these psychosocial effects is important for the prevention of unnecessary escalation of psychosocial problems in workplaces with observed and suspected indoor air problems. K E Y W O R D Sindoor air quality, injustice, lived experience, logistic regression, occupational health, qualitative methods | INTRODUCTIONIndoor mold, dampness, and chemicals pose serious risks to individuals' health and well-being in workplaces.1,2 For example, mold was the most important factor in suspected and diagnosed occupational asthma cases in Finland in 2013.3 Besides asthma, poor indoor air quality is associated with other respiratory and allergic effects, such as respiratory infections, bronchitis, and allergic rhinitis. 4Despite this growing evidence, the effect of poor indoor air quality on health remains contested, especially with respect to non-specific symptoms (eg, headaches, fatigue, skin and eye irritation), 5 which are known to be associated not just with the indoor environment but with psychological and social factors, such as low social support and low control over work. 6 This paper posits that the contested nature of these health effects may lead employees attributing such health problems to the built environment in an insecure position. This can make them prone to evaluating decisions, practices, and treatment from the perspective of (in)justice. justice focuses on the adequacy of explanations and the truthfulness of information offered during the decision-making process (eg, justifications for the decision are offered). 12We examine two studies that explore subjective experiences of In the occupational medicine literature, qualitative methods have been highly recommended when a researcher is seeking to capture the meanin...

In this article, we present a trust-focused model for understanding leader's fairness enactment. The model suggests that leaders are motivated to act fairly to gain subordinates' trust, to show trust in their subordinates, to show that they are worth the subordinates' trust in them, and because they are willing to be vulnerable to the actions of cooperative subordinates. The mediating role of the leader's trust in the relationship between a subordinate's cooperation and the leader's fairness is also tested.